Digital Well-Being in the Workplace: The Roles of Leaders and Workers
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Well-Being at Work

Digital Well-Being in the Workplace: The Roles of Leaders and Workers

25 November 2024 / Report

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The increasing use of devices, social media, online platforms, and AI has contributed to a steep rise in reported stress and burnout among US workers, blurring work-life boundaries and potentially eroding employees’ mental and physical health, work-life balance, and productivity. This article offers insights from a series of roundtables and expert interviews on digital well-being as it becomes a priority for leaders.

Key Insights

  • The most effective digital well-being strategies are those embedded in corporate policy and culture—such as coaching support and designated device-free times; leaders should integrate digital wellness into their operational practices and daily interactions to promote open dialogue.
  • Workers are ultimately responsible for their own digital well-being but require education and organizational support; leaders and managers should create conditions in which workers feel empowered to advocate for their wellness (Figure 1).
  • Leaders should use technologies, such as telehealth and AI, to tailor highly personalized digital well-being strategies that align with both individual and organizational needs.

The increasing use of devices, social media, online platforms, and AI has contributed to a steep rise in reported stress and burnout among US workers, blurring work-life boundaries and potentially eroding employees’ mental and physical health, work-life balance, and productivity. This article offers insights from a series of roundtables and expert interviews on digital well-being as it becomes a priority for leaders.

Key Insights

  • The most effective digital well-being strategies are those embedded in corporate policy and culture—such as coaching support and designated device-free times; leaders should integrate digital wellness into their operational practices and daily interactions to promote open dialogue.
  • Workers are ultimately responsible for their own digital well-being but require education and organizational support; leaders and managers should create conditions in which workers feel empowered to advocate for their wellness (Figure 1).
  • Leaders should use technologies, such as telehealth and AI, to tailor highly personalized digital well-being strategies that align with both individual and organizational needs.
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Authors

Allan Schweyer

Allan Schweyer Allan Schweyer

Principal Researcher, Human Capital
The Conference Board

Read Bio

Holly Burkett, PhD

Holly Burkett, PhD Holly Burkett, PhD

Distinguished Principal Research Fellow, Human Cap…
The Conference Board

Read Bio

Natasha Matt-Hensrud, DNP, MPH

Natasha Matt-Hensrud, DNP, MPH Natasha Matt-Hensrud, DNP, MPH

Senior Fellow, Human Capital
The Conference Board

Read Bio

Amit Mohindra

Amit Mohindra Amit Mohindra

Distinguished Principal Research Fellow, Human Cap…
The Conference Board

Read Bio

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